Head of Education Growth and Partnerships

Location: Office - South Carolina, Remote - Washington DC, Remote Wyoming, Remote - Wisconsin, Remote - West Virginia, Remote - Vermont, Remote - Utah, Remote - Tennessee, Remote - South Dakota, Remote - Rhode Island, Remote- Oregon, Remote - Oklahoma, Remote - North Dakota, Remote - New Mexico, Remote - New Jersey, Remote - New Hampshire, Remote - Nevada, Remote - Nebraska, Remote - Montana, Remote - Missouri, Remote - Mississippi, Remote - Minnesota, Remote - Michigan, Remote - Massachusetts, Remote - Maryland, Remote - Maine, Remote - Kansas, Remote - Iowa, Remote - Idaho, Office - North Carolina, Remote - North Carolina, Remote - Louisiana, Remote - Texas, Remote - Indiana, Remote - Pennsylvania, Remote - Kentucky, Remote - Ohio, Remote - Virginia, Remote - New York, Remote - South Carolina, Office - Georgia, Remote - Georgia, Remote Delaware, Remote Connecticut, Remote Colorado, Remote California, Remote Arkansas, Remote Arizona, Remote - Alabama, Remote - Florida, Remote - Illinois

Remote Type: Remote

Time Type: Full time

Job Description

The Opportunity

You will own new-business growth for Vanteos BDV Cultural Exchange teacher-placement brands: net-new placements, at the volume and speed the business now requires. Renewals and account management sit with a dedicated team, so your focus stays on winning new schools, networks, and districts.

And its not one brand youre growing — its five. Vanteos J-1 teacher business is made up of five distinct organizations — TPG, ITES, Global, J1X, and HRC — each with its own mission, price point, and service model, from ultra-premium, fully white-glove placement down to lean, teacher-funded administrative sponsorship. A single go-to-market pitch doesnt work across all five. Part of the job is building — and running — five coherent go-to-market strategies that each reflect what that brand actually offers, while sharing one infrastructure (HubSpot, sales ops, market intelligence, the partner network) underneath all of them.

This is a leadership seat, not an individual-contributor sales role scaled up. Its also a fast, demanding environment, and an enjoyable one — we move quickly, hit real obstacles, and look to the person in this seat to find the way through them and put the fix in motion, bringing in partners across Vanteo when thats the fastest path.

Youll be building with real backing. The Board has approved the investment to stand up this function: a new sales team, a dedicated national marketing budget, and the sales operations and tools to support them. Youll have both the resources and the mandate to build it right.

What Youll Own

Right now: a Fall 2027 go-to-market sprint

• Ship a go-to-market strategy fast. Youll inherit real market analysis (demographic growth, state-by-state opportunity scoring, competitor and pricing intelligence) — your job is to turn that analysis into a live pipeline. We need a plan in market within your first weeks, not your first quarter.
• Get fluent fast. Ideally you already understand how J-1 exchange-visitor sponsorship works — DS-2019 issuance, SEVIS, the designated-sponsor landscape, program limits. If youre newer to J-1, youll be paired with our program and compliance leaders so you can hold a credible conversation with a superintendent or a network CAO within your first weeks.
• Diversify who we sell to. Youll build parallel motions into public, charter, and private schools.
• Run five go-to-markets, not one. Tailor positioning, pricing conversation, and sales motion to each brand — TPG, ITES, Global, J1X, and HRC — rather than pitching one generic J-1 teacher offer to every buyer.

Beyond Fall 2027: build the engine that lasts

• Own the budget and resourcing plan. Build and defend the investment case for the new-sales function — headcount, tooling, and partner spend — directly with the President and the Board.
• Stand up sales operations. Pipeline hygiene, forecasting, deal stages, contracting velocity, and the CRM/tech stack that makes a distributed new-sales team fast instead of chaotic.
• Stand up revenue & demand generation. A standing engine — campaigns, partner-referral pipeline, lead scoring — that turns state-level demand, competitor pricing and positioning, and policy shifts (visa rules, state licensure, H-1B and other pathways) directly into qualified pipeline for each brands sales effort.
• Build a durable, multi-brand new-sales motion. Not a one-time sprint — a repeatable, multi-year engine for winning net-new district, network, and school relationships across all five of Vanteos J-1 organizations.

The infrastructure and network this all runs on

• Help build our HubSpot architecture. Work directly alongside Sales Operations to design the pipeline stages, automation, and underlying data model — not just report out of the system once someone else builds it.
• Build a national partner network. Develop real, working relationships with state Departments of Education, local communities, and third-party recruiters — and grow them into a large, standing network of partner referrals feeding the pipeline year-round, not a one-off contact list.
• Own compliance and placement quality. Keep a hard eye on the schools we recruit and the placements we make — growth doesnt get a pass on quality or compliance, and this role is where that line gets held.
• Support AI-driven growth. Be a comfortable, capable partner to whoever builds AI models in support of sales and growth here — sourcing, prioritization, matching — and help shape what those models should actually do.
• Lead J-1 teacher marketing. Own marketing for Vanteos J-1 teacher programs — the story we tell schools, states, partners, and prospective teachers alike.

Your Team

• Youll lead a new function built around this mandate, reporting directly to you:
• A Manager of Sales Operations, owning pipeline infrastructure, forecasting, and deal velocity
• A Manager of Revenue & Demand Generation, owning the pipeline — campaigns, partner referrals, lead scoring — that feeds the sales teams number
• A team of net-new Sales roles, carrying quota against the Fall 2027 target and beyond
• This is a build-from-scratch leadership assignment. Youll also be personally hands-on in the areas above (HubSpot, partnerships, marketing) rather than delegating them away entirely.
• As their leader, youll grow and develop this team: set clear goals, coach through regular one-on-ones, build career paths, and promote from within where you can. Youll also build strong collaboration across the five brands and with Enterprise Sales, account management, marketing, and operations, so the whole company wins together.

What You Need

• Senior leadership experience. 12+ years of progressively senior sales, growth, or GTM leadership, including real experience building a new-business function from scratch and reporting results directly to executive leadership or a board.
• J-1 program knowledge (strongly preferred). Working knowledge of the J-1 exchange-visitor teacher program — how sponsorship, placement, and compliance work — is a strong advantage. Candidates with deep K-12 sales leadership who are newer to J-1 will receive structured onboarding from our program and compliance teams.
• K-12 market range. A genuine understanding of how public school districts, public charter networks, voucher-funded schools, and private schools each buy — their budget cycles, procurement paths, and decision-makers — because this role cant succeed serving only one of them.
• New-business sales leadership. A track record of building and running a new-logo sales motion, ideally in education, staffing, or another relationship-driven, long-cycle B2B/B2G sales environment.
• Multi-brand or multi-product portfolio experience. Comfort running differentiated go-to-market strategies for distinct offers or brands at once, rather than a single product with a single pitch.
• Hands-on CRM/RevOps chops. Real HubSpot (or comparable CRM) experience — you can help architect a pipeline and its automation, not just work inside one someone else designed.
• A track record building partner networks. Experience cultivating third-party relationships — government (state DOE), community organizations, or recruiter/referral networks — into a durable source of pipeline.
• A compliance and quality mindset. Comfortable being the person who says no to a placement or a partner school that doesnt meet the bar, even under pressure to hit the number.
• AI fluency. Comfortable working alongside data/AI teams applying predictive or generative tools to sales and growth — you dont need to build the models, but you need to be a strong thought partner on them.
• Operator instincts. Comfort building sales ops and market-intelligence functions from nothing — process, tooling, and reporting that dont yet exist until you create them.
• Speed under real deadlines. This is a same-year turnaround: strategy, team, and pipeline standing up in parallel, not in sequence.

How You Work

• Creative. You find the go-to-market angle nobody else on the team saw — a new buyer segment, a differentiated pitch, a pricing structure that unlocks a stalled deal.
• Self-starting. You dont wait for a fully-built playbook to start selling; you build the playbook by selling.
• Tech-first. You default to CRM, automation, and data to run a distributed sales org, rather than spreadsheets and memory.
• An obstacle-clearer. You see a blocker and dont wait for someone else to fix it — you find the workaround and put it in motion, fast. That instinct matters here more than almost anything else.
• Collaborative. You build trust across teams, share credit, and bring colleagues in early, from brand leaders to Enterprise Sales and operations.

Why This Role

Few new-business leadership roles come with this much runway: a validated market, a board-approved mandate, five distinct brands to build differentiated go-to-markets for, a new org chart, and a goal that makes success unambiguous. Its a senior seat with senior compensation to match. If you want to build a growth engine rather than manage one someone else already built, this is that role.